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英検1級 二次 予想トピック 86 ・ 🏘️ 社会・地域・高齢化 ・ Should ~?

Should large companies be required to have a minimum percentage of women in management?

大企業は、管理職に占める女性の割合について最低基準を義務づけられるべきか。

このトピックを選ぶべき人

男女格差やジェンダーのニュースに関心があり、身近な職場の例から話せる人向け。

骨組み理由3つ（どちらの立場でも話せる）

賛成（Yes）で話すなら

I believe large companies should be required to meet a minimum percentage of women in management.

  1. slow progressJapan has been trying to increase the number of women leaders for years, but progress has been very slow. Without clear requirements, many companies will not change.
  2. role modelsWhen more women hold leadership positions, younger women can see a future for themselves in the company. This can encourage them to continue their careers instead of quitting.
  3. better decisionsTeams with members from different backgrounds tend to consider a wider range of ideas and risks. Companies with diverse leaders may better understand their customers, half of whom are women.

反対（No）で話すなら

I don't believe a legal requirement is the right approach, although more women should become leaders.

  1. meritPeople should be promoted based on their ability and experience, not their gender. A quota may lead others to question whether women leaders really earned their positions.
  2. root causesThe real problem is long working hours and the burden of childcare falling mainly on women. Unless these issues are solved, quotas will only change the numbers on paper.
  3. industry differencesIn some industries, there are still very few women workers. Forcing the same percentage on every company would be unrealistic.

想定質疑面接委員はこう突っ込んでくる

QHave quotas worked in other countries?

In some countries, yes. For example, Norway required large companies to have a certain share of women on their boards, and the number of women directors rose quickly. However, there is still debate about whether this has changed company culture as a whole. So quotas can be a good start, but not the whole answer.

Q：他の国では、割り当て制はうまくいきましたか。
A：うまくいった国もあります。例えばノルウェーは大企業の取締役会に一定割合の女性を入れることを義務づけ、女性の取締役は急速に増えました。ただ、それで企業文化全体が変わったかどうかについては、今も議論があります。ですから、割り当て制は良い第一歩にはなりますが、それですべてが解決するわけではありません。

QWouldn't men feel that the system is unfair?

Some might feel that way. However, the current system is not truly fair either, because many capable women leave their jobs due to a lack of support. A quota is a temporary tool to correct this imbalance, and it could be removed once equality is achieved.

Q：男性は、その制度を不公平だと感じませんか。
A：そう感じる人もいるかもしれません。しかし、支援が足りないために多くの有能な女性が仕事を辞めているので、今の仕組みも本当に公平とは言えません。割り当て制はこの偏りを正すための一時的な手段で、平等が実現したら廃止すればよいのです。

QWhat can companies do apart from quotas?

Companies can change their working styles, for example by reducing overtime and allowing flexible hours. They can also encourage male employees to take childcare leave. These changes make it easier for both women and men to balance work and family.

Q：割り当て制のほかに、企業には何ができますか。
A：例えば残業を減らし、柔軟な勤務時間を認めるなど、働き方を変えることができます。男性社員に育児休業をとるよう勧めることもできます。こうした変化によって、女性も男性も仕事と家庭を両立しやすくなります。

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